Equality, diversity and inclusion are key enablers for an engaged, productive and safe workforce.
Workforce Race Equality Standard (WRES)
The Workforce Race Equality Standard (WRES) requires organisations to demonstrate progress against a number of indicators specifically related to the experience of black and minority ethnic (BAME) staff. Our NHS WRES report and action plan, co-produced with our BAME staff network, are published with actions to address and promote race equality which include our BME staff and director mentoring scheme.
Workforce disability equality standard (WDES)
The NHS Workforce Disability Equality Standard (WDES) is designed to improve workplace experience and career opportunities for Disabled people working, or seeking employment, in the National Health Service (NHS) and our Trust's action plan supports this. The WDES follows the NHS Workforce Race Equality Standard (WRES) as an enabler of change.
CUH Gender Pay Gap
Legislation has made it statutory for organisations with 250 or more employees to report annually on their gender pay gap. Government departments are covered by the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 which came into force on 31 March 2017. These regulations underpin the Public Sector Equality Duty and require the relevant organisations to publish their gender pay gap data as at 31 March 2017 by 30 March 2018 (and then annually), including mean and median gender pay gaps; the mean and median gender bonus gaps; the proportion of men and women who received bonuses; and the proportions of male and female employees in each pay quartile.
Our Trust’s Gender Pay Gap Report with explanatory narrative and analysis is approved by the Trust Workforce and Education committee on behalf of the Board.
Workforce Equality Monitoring Information
As part of the Public Sector Equality Duty, under the Equality Act 2010, we collect and publish a range of information on workforce equality. This includes the following reports, each broken down by age, disability, ethnic origin, gender, religion and sexual orientation.
- Staff in post as at 31 March 2022
- Starters and leavers from 1 April 2021 to 31 March 2022
- Profile of applicant success rates from 1 April 2021 to 31 March 2022
- Employee relations cases (dignity at work, disciplinary, grievance, managing attendance - sporadic, managing attendance – long term, managing performance) from 1 April 2021 to 31 March 2022.
For any queries, or previous documents, email firstname.lastname@example.org.
Equality Delivery System 2
The Equality Delivery System (EDS2) aims to help local NHS organisations:
- Improve the services they provide for their local communities;
- Improve the experiences of people using the services;
- Consider reducing health inequalities in their locality; and
- Provide better working environments, free of discrimination, for those who work in the NHS.
Workforce - Disciplinary procedure
The purpose of the this procedure is to provide a framework in which disciplinary matters can be dealt with in a fair and reasonable way. Whilst the procedure is designed to emphasise standards, and wherever possible, to encourage improvements in behaviour, a breach of discipline that results in an employee being issued with a first or final warning constitutes conduct that is contrary to the Trust’s expected standards.